Troilus and Criseyde

Tiana Connell #8659 Mr. Powers AP Lang &Comp, Period 1 21 October 2011 Love’s Spell In the novel Troilus and Criseyde, by Geoffrey Chaucer, we witness the comparison of two human beings falling in love with each other. Troilus and Criseyde experience love in different ways; either by Cupid’s arrow or through the manipulations of relatives they are forced to pursue each other under love’s spell. Through their story, the readers learn the valuable lesson of love’s wrath. In the beginning stanzas, we learned that Troilus was a strong and admirable knight of Troy. Troilus, who once joked about those who fell in love, became a victim to love himself. Cupid shot Troilus causing him to fall in love with Criseyde, the first girl he saw. â€Å"So was it with this proud and fiery knight, son of a famous king though he might be; he had supposed that nothing had the might to steer his heart against a will as free as his; yet, at a look, immediately, he was on fire, and he, in pride above all others, suddenly was slave to love†(Book I, 33). Through Cupid’s spell on Troilus, he experienced the feeling of having loved and the pain and sorrow it brought. He became sickened by love and his entire persona suffered in devastation. Chaucer says, â€Å"And from then on love robbed him of his deep and made an enemy of his food; his sorrow increased and multiplied, he could not keep his countenance and colour, eve or morrow, had anyone noticed it; he sought to borrow the names of other illnesses, to cover his hot fire, lest it showed him as a lover† (Book I, 70). Pandarus, Troilus’s fellow friend and uncle of his lover Criseyde, noticed Troilus’s alters in mood and discovered his love for Criseyde. Pandarus, overjoyed by the news, decided to take action by introducing them to one another and to the beginning of a sorrowful adventure. Instead of being hit by Cupid’s arrow, Criseyde was encouraged by her uncle, Pandarus, to give Troilus’s love a chance. He confronted Criseyde and questioned her opinion of Troilus, in hopes to persuade her into a relationship with him. However, when Pandarus informed Criseyde of Troilus’s love for her, she became upset with the inappropriateness of the subject. â€Å"With that he ceased to speak, and hung his head, and she burst out in tears as she replied ‘Alas, for grief! O why am I not dead, since all good faith on earth has surely died? What would a stranger do to me; she cried, ‘When one I thought my friend, the best of them, bids me to seek a love he should condemn? †(Book II, 59). Although she was honored by Troilus’s flattering notes, Criseyde in return did not show any mutual emotions in her responding letters. She gave him thanks for every good intention towards her, but declined to give him ground for greater hope; she never would be bound in love, save as a sister; this, to please him, she gladly would allow, if that could ease him†(Book II, 175). However, through the pressures of Pandarus, Troilus and Criseyde became lovers, until the war began, which inevitably s eparated them. Criseyde promised to come back to Troilus when time permitted. However, the untruthful Criseyde gave her heart and broach, given to her from Troilus, to Diomede in the midst of war. Chaucer’s objective in the writing of Troilus and Criseyde was to portray the confusing and mixed messages of love. In the beginning of the novel we are taught that love is the most fulfilling emotion one can experience. He explains the happiness and joy that love brings through Troilus and Criseyde’s romantic relationship. However, in the ending of the story Chaucer shares the pain and sorrow of love. He warns readers to stay away and focus all love on God. â€Å"Oh all you fresh young people, he or she, in whom love grows ripens year by year, come home, come home from worldly vanity! Cast the heart’s countenance in love and fear upwards to God, who in His image here has mad you; think this world is but a fair passing as soon as flower-scent in air† (Book V, 263). Therefore, Chaucer leaves the audience with confusion of love. Through Cupid’s arrow and Pandarus’s manipulation, the reader develops the story of Troilus and Criseyde’s roller coaster relationship of love. Though it began in beauty and happiness, and ended in grief and sorrow, the audience is taught a valuable lesson about love from Geoffrey Chaucer. Sometimes love brings happiness, while other times it brings misery.

Foundation’s Edge CHAPTER THREE HISTORIAN

HISTORIAN Janov Pelorat was white-haired and his face, in repose, looked rather empty. It was rarefy in anything but repose. He was of average height and weight and tended to move without haste and to speak with deliberation. He seemed considerably older than his fifty-two years. He had never left Terminus, something that was most unusual, especially for one of his profession. He himself wasn't sure whether his sedentary ways were because of – or in spite of – his obsession with history. The obsession had come upon him quite suddenly at the age of fifteen when, during some indisposition, he was given a book of early legends. In it, he found the repeated motif of a world that was alone and isolated – a world that was not even aware of its isolation, since it had never known anything else. His indisposition began to clear up at once. Within two days, he had read the book three times and was out of bed. The day after that he was at his computer terminal, checking for any records that the Terminus University Library might have on similar legends. It was precisely such legends that had occupied him ever since. The Terminus University Library had by no means been a great resource in this respect but, when he grew older, he discovered the joys of interlibrary loans. He had printouts in his possession which had been taken off hyper-radiational signals from as far away as Ifnia. He had become a professor of ancient history and was now beginning his first sabbatical – one for which he had applied with the idea of taking a trip through space (his first) to Trantor itself – thirty-seven years later. Pelorat was quite aware that it was most unusual for a person of Terminus to have never been in space. It had never been his intention to be notable in this particular way. It was just that whenever he might have gone into space, some new book, some new study, some new analysis came his way. He would delay his projected trip until he had wrung the new matter dry and had added, if possible, one more item of fact, or speculation, or imagination to the mountain he had collected. In the end, his only regret was that the particular trip to Trantor had never been made. Trantor had been the capital of the First Galactic Empire. It had been the seat of Emperors for twelve thousand years and, before that, the capital of one of the most important pre-Imperial kingdoms, which had, little by little, captured or otherwise absorbed the other kingdoms to establish the Empire. Trantor had been a world-girdling city, a metal-coated city. Pelorat had read of it in the works of Gaal Dornick, who had visited it in the time of Hari Seldon himself. Dornick's volume no longer circulated and the one Pelorat owned might have been sold for half the historian's annual salary. A suggestion that he might part with it would have horrified the historian. Of course, what Pelorat cared about, as far as Trantor was concerned, was the Galactic Library, which in Imperial times (when it was the Imperial Library) had been the largest in the Galaxy. Trantor was the capital of the largest and most populous Empire humanity had ever seen. It had been a single worldwide city with a population well in excess of forty billion, and its Library had been the gathered record of all the creative (and not-so-creative) work of humanity, the full summary of its knowledge. And it was all computerized in so complex a manner that it took experts to handle the computers. What was more, the Library had survived. To Pelorat, that was the amazing thing about it. When Trantor had fallen and been sacked, nearly two and a half centuries before, it had undergone appalling destruction, and the tales of human misery and death would not bear repeating – yet the Library had survived, protected (it was said) by the University students, who used ingeniously devised weapons. (Some thought the defense by the students might well have been thoroughly romanticized.) In any case, the Library had endured through the period of devastation. Ebling Mis had done his work in an intact Library in a ruined world when he had almost located the Second Foundation (according to the story which the people of the Foundation still believed, but which historians have always treated with reserve). The three generations of Darells – Bayta, Toran, and Arkady – had each, at one time or another, been on Trantor. However, Arkady had not visited the Library, and since her time the Library had not impinged on Galactic history. No Foundationer had been on Trantor in a hundred and twenty years, but there was no reason to believe the Library was not still there. That it had made no impingement was the surest evidence in favor of its being there. Its destruction would surely have made a noise. The Library was outmoded and archaic – it had been so even in Ebling Mis's time – but that was all to the good. Pelorat always rubbed his hands with excitement when he thought of an old and outmoded Library. The older and the more outmoded, the more likely it was to have what he needed. In his dreams, he would enter the Library and ask in breathless alarm, â€Å"Has the Library been modemized? Have you thrown out the old tapes and computerizations?† And always he imagined the answer from dusty and ancient librarians, â€Å"As it has been, Professor, so is it still.† And now his dream would come true. The Mayor herself had assured him of that. How she had known of his work, he wasn't quite sure. He had not succeeded in publishing many papers. Little of what he had done was solid enough to be acceptable for publication and what had appeared had left no mark. Still, they said Branno the Bronze knew all that went on in Terminus and had eyes at the end of every finger and toe. Pelorat could almost believe it, but if she knew of his work, why on Terminus didn't she see its importance and give him a little financial support before this? Somehow, he thought, with as much bitterness as he could generate, the Foundation had its eyes fixed firmly on the future. It was the Second Empire and their destiny that absorbed them. They had no time, no desire, to peer back into the past – and they were irritated by those who did. The more fools they, of course, but he could not single-handedly wipe out folly. And it might be better so. He could hug the great pursuit to his own chest and the day would come when he would be remembered as the great Pioneer of the Important. That meant, of course (and he was too intellectually honest to refuse to perceive it), that he, too, was absorbed in the future – a future in which he would be recognized, and in which he would be a hero on a par with Hari Seldon. In fact, he would be the greater, for how could the working out of a clearly visualized future a millennium long stand comparison with the working out of a lost past at least twenty-five millennia old. And this was the day; this was the day. The Mayor had said it would be the day after Seldon's image made its appearance. That was the only reason Pelorat had been interested in the Seldon Crisis that for months had occupied every mind on Terminus and indeed almost every mind in the Federation. It had seemed to him to make the most trifling difference as to whether the capital of the Foundation had remained here at Terminus, or had been shifted somewhere else. And now that the crisis had been resolved, he remained unsure as to which side of the matter Hari Seldon had championed, or if the matter under dispute had been mentioned at all. It was enough that Seldon had appeared and that now this was the day. It was a little after two in the afternoon that a ground-car slid to a halt in the driveway of his somewhat isolated house just outside Terminus proper. A rear door slid back. A guard in the uniform of the Mayoralty Security Corps stepped out, then a young man, then two more guards. Pelorat was impressed despite himself. The Mayor not only knew of his work but clearly considered it of the highest importance. The person who was to be his companion was given an honor guard, and he had been promised a first-class vessel which his companion would be able to pilot. Most flattering! Most – Pelorat's housekeeper opened the door. The young man entered and the two guards positioned themselves on either side of the entrance. Through the window, Pelorat saw that the third guard remained outside and that a second ground-car had now pulled up. Additional guards! Confusing! He turned to find the young man in his room and was surprised to find that he recognized him. He had seen him on holocasts. He said, â€Å"You're that Councilman. You're Trevize!† â€Å"Golan Trevize. That's right. You are Professor Janov Pelorat?† â€Å"Yes, yes,† said Pelorat. â€Å"Are you he who will – â€Å" â€Å"We are going to be fellow travelers,† said Trevize woodenly. â€Å"Or so I have been told.† â€Å"But you're not a historian.† â€Å"No, I'm not. As you said, I'm a Councilman, a politician.† â€Å"Yes, Yes, But what am I thinking about? I am a historian, therefore what need for another? You can pilot a spaceship.† â€Å"Yes, I'm pretty good at that.† â€Å"Well, that's what we need, then. Excellent! I'm afraid I'm not one of your practical thinkers, young man, so if it should happen that you are, we'll make a good team.† Trevize said, â€Å"I am not, at the moment, overwhelmed with the excellence of my own thinking, but it seems we have no choice but to try to make it a good team.† â€Å"Let's hope, then, that I can overcome my uncertainty about space. I've never been in space, you know, Councilman. I am a groundhog, if that's the term. Would you like a glass of tea, by the way? I'll have Moda prepare us something. It is my understanding that it will be some hours before we leave, after all. I am prepared right now, however. I have what is necessary for both of us. The Mayor has been most co-operative. Astonishing – her interest in the project.† Trevize said, â€Å"You've known about this, then? How long?† â€Å"The Mayor approached me† (here Pelorat frowned slightly and seemed to be making certain calculations) â€Å"two, or maybe three, weeks ago. I was delighted. And now that I have got it clear in my head that I need a pilot and not a second historian, I am also delighted that my companion will be you, my dear fellow.† â€Å"Two, maybe three, weeks ago,† repeated Trevize, sounding a little dazed. â€Å"She was prepared all this time, then. And I†¦Ã¢â‚¬  He faded out. â€Å"Pardon me?† â€Å"Nothing, Professor. I have a bad habit of muttering to myself. It is something you will have to grow accustomed to, if our trip extends itself.† â€Å"It will. It will,† said Pelorat, bustling the other to the dining room table, where an elaborate tea was being; prepared by his housekeeper. â€Å"Quite open-ended. The Mayor said we were to take as long as we liked and that the Galaxy lay all before us and, indeed, that wherever we went we could call upon Foundation funds. She said, of course, that we would have to be reasonable. I promised that much.† He chuckled and rubbed his hands: â€Å"Sit down, my good fellow, sit down. This may be our last meal on Terminus for a very long time.† Trevize sat down. He said, â€Å"Do you have a family, Professor?† â€Å"I have a son. He's on the faculty at Santanni University. A chemist, I believe, or something like that. He took after his mother's side. She hasn't been with me for a long time, so you see I have no responsibilities, no active hostages to fortune. I trust you have none – help yourself to the sandwiches, my boy.† â€Å"No hostages at the moment. A few women. They come and go.† â€Å"Yes. Yes. Delightful when it works out. Even more delightful when you find it need not be taken seriously. – No children, I take it. â€Å"None.† â€Å"Good! You know, I'm in the most remarkable good humor. I was taken aback when you first came in. I admit it. But I find you quite exhilarating now. What I need is youth and enthusiasm and someone who can find his way about the Galaxy. We're on a search, you know. A remarkable search.† Pelorat's quiet face and quiet voice achieved an unusual animation without any particular change in either expression or intonation. â€Å"I wonder if you have been told about this. Trevize's eyes narrowed. â€Å"A remarkable search?† â€Å"Yes indeed. A pearl of great price is hidden among the tens of millions of inhabited worlds in the Galaxy and we have nothing but the faintest clues to guide us. just the same, it will be an incredible prize if we can find it. If you and I can carry it off, my boy – Trevize, I should say, for I don't mean to patronize – our names will ring down the ages to the end of time.† â€Å"The prize you speak of – this pearl of great price.† â€Å"I sound like Arkady Darell – the writer, you know – speaking of the Second Foundation, don't I? no wonder you look astonished.† Pelorat – leaned his head back as though he were going to break into loud laughter but he merely smiled. â€Å"Nothing so silly and unimportant, I assure you.† Trevize said, â€Å"If you are not speaking of the Second Foundation, Professor, what are you speaking of?† Pelorat was suddenly grave, even apologetic. â€Å"Ah, then the Mayor has not told you? – It is odd, you know. I've spent decades resenting the government and its inability to understand what I'm doing, and now Mayor Branno is being remarkably generous.† â€Å"Yes,† said Trevize, not trying to conceal an intonation of irony, â€Å"she is a woman of remarkable hidden philanthropy, but she has not told me what this is all about.† â€Å"You are not aware of my research, then?† â€Å"No. I'm sorry.† â€Å"No need to excuse yourself. Perfectly all right. I have not exactly made a splash. Then let me tell you. You and I are going to search for – and find, for I have an excellent possibility in mind – Earth.† Trevize did not sleep well that night. Over and over, he thrashed about the prison that the old woman had built around him. Nowhere could he find a way out. He was being driven into exile and he could do nothing about it. She had been calmly inexorable and did not even take the trouble to mask the unconstitutionality of it all. He had relied on his rights as a Councilman and as a citizen of the Federation, and she hadn't even paid them lip service. And now this Pelorat, this odd academic who seemed to be located in the world without being part of it, told him that the fearsome old woman had been making arrangements for this for weeks. He felt like the â€Å"boy† that she had called him. He was to be exiled with a historian who kept â€Å"dear fellowing† him and who seemed to be in a noiseless fit of joy over beginning a Galactic search for – Earth? What in the name of the Mule's grandmother was Earth? He had asked. Of course! He had asked upon the moment of its mention. He had said, â€Å"Pardon me, Professor. I am ignorant of your specialty and I trust you won't be annoyed if I ask for an explanation in simple terms. What is Earth?† Pelorat stared at him gravely while twenty seconds moved slowly past. He said, â€Å"It is a planet. The original planet. The one on which human beings first appeared, my dear fellow.† Trevize stared. â€Å"First appeared? From where?† â€Å"From nowhere. It's the planet on which humanity developed through evolutionary processes from lower animals.† Trevize thought about it, then shook his head. â€Å"I don't know what you mean.† An annoyed expression crossed Pelorat's face briefly. He cleared his throat and said, â€Å"There was a time when Terminus had no human beings upon it. It was settled by human beings from other worlds. You know that, I suppose?† â€Å"Yes, of course,† said Trevize impatiently. He was irritated at the other's sudden assumption of pedagogy. â€Å"Very well. This is true of all the other worlds. Anacreon, Santanni, Kalgan – all of them. They were all, at some time in the past, founded. People arrived there from other worlds. It's true even of Trantor. It may have been a great metropolis for twenty thousand years, but before that it wasn't.† â€Å"Why, what was it before that?† â€Å"Empty? At least of human beings.† â€Å"That's hard to believe.† â€Å"It's true. The old records show it.† â€Å"Where did the people come from who first settled Trantor?† â€Å"No one is certain. There are hundreds of planets which claim to have been populated in the dim mists of antiquity and whose people present fanciful tales about the nature of the first arrival of humanity. Historians tend to dismiss such things and to brood over the ‘Origin Question.'† â€Å"What is that? I've never heard of it.† â€Å"That doesn't surprise me. It's not a popular historical problem now, I admit, but there was a time during the decay of the Empire when it roused a certain interest among intellectuals. Salvor Hardin mentions it briefly in his memoirs. It's the question of the identity and location of the one Planet from which it all started. If ,we look backward in time, humanity flows inward from the most recently established worlds to older ones, to still older ones, until all concentrates on one – the original.† Trevize thought at once of the obvious flaw in the argument. â€Å"Might there not have been a large number of originals?† â€Å"Of course not. All human beings all over the Galaxy are of a single species. A single species cannot originate on more than one planet. Quite impossible.† â€Å"How do you know?† â€Å"In the first place.† Pelorat ticked off the first finger of his left hand with the first finger of his right, and then seemed to think better of what would undoubtedly have been a long and intricate exposition. He put both hands at his side and said with great earnestness, â€Å"My dear fellow, I give you my word of honor.† Trevize bowed formally and said, â€Å"I would not dream of doubting it, Professor Pelorat. Let us say, then, that there is one planet of origin, but might there not be hundreds who lay claim to the honor?† â€Å"There not only might be, there are. Yet every claim is without merit. Not one of those hundreds that aspire to the credit of priority shows any trace of a prehyperspatial society, let alone any trace of human evolution from prehuman organisms.† â€Å"Then are you saying that there is a planet of origin, but that, for some reason, it is not making the claim?† â€Å"You have hit it precisely.† â€Å"And you are going to search for it?† â€Å"We are. That is our mission. Mayor Branno has arranged it all. You will pilot our ship to Trantor.† â€Å"To Trantor? It's not the planet of origin. You said that much a while ago.† â€Å"Of course Trantor isn't. Earth is.† â€Å"Then why aren't you telling me to pilot the ship to Earth?† â€Å"I am not making myself clear. Earth is a legendary name. It is enshrined in ancient myths. It has no meaning we can be certain of, but it is convenient to use the word as a one-syllable synonym for ‘the planet of origin of the human species.' just which planet in real space is the one we are defining as ‘Earth' is not known.† â€Å"Will they know on Trantor?† â€Å"I hope to find information there, certainly. Trantor possesses the Galactic Library, the greatest in the system.† â€Å"Surely that Library has been searched by those people you said were interested in the ‘Origin Question' in the time of the First Empire.† Pelorat nodded thoughtfully, â€Å"Yes, but perhaps not well enough. I have learned a great deal about the ‘Origin Question' that perhaps the Imperials of five centuries back did not know. I might search the old records with greater understanding, you see. I have been thinking about this for a long time and I have an excellent possibility in mind.† â€Å"You have told Mayor Branno all this, I imagine, and she approves?† â€Å"Approves? My dear fellow, she was ecstatic. She told me that Trantor was surely the place to find out all I needed to know.† â€Å"No doubt,† muttered Trevize. That was part of what occupied him that night. Mayor Branno was sending him out to find out what he could about the Second Foundation. She was sending him with Pelorat so that he might mask his real aim with the pretended search for Earth – a search that could carry him anywhere in the Galaxy. It was a perfect cover, in fact, and he admired the Mayor's ingenuity. But Trantor? Where was the sense in that? Once they were on Trantor, Pelorat would find his way into the Galactic Library and would never emerge. With endless stacks of books, films, and recordings, with innumerable computerizations and symbolic representations, he would surely never want to leave. Besides that – Ebling Mis had once gone to Trantor, in the Mule's time. The story was that he had found the location of the Second Foundation there and had died before he could reveal it. But then, so had Arkady Darell, and she had succeeded in locating the Second Foundation. But the location she had found was on Terminus itself, and there the nest of Second Foundationers was wiped out. Wherever the Second Foundation was now would be elsewhere, so what more had Trantor to tell? If be were looking for the Second Foundation, it was best to go anywhere but Trantor. Besides that – What further plans Branno had, he did not know, but he was not in the mood to oblige her. Branno had been ecstatic, had she, about a trip to Trantor? Well, if Branno wanted Trantor, they were not going to Trantor! – Anywhere else. – But not Trantor! And worn out, with the night verging toward dawn, Trevize fell at last into a fitful slumber. Mayor Branno had had a good day on the one following the arrest of Trevize. She had been extolled far beyond her deserts and the incident was never mentioned. Nevertheless, she knew well that the Council would soon emerge from its paralysis and that questions would be raised. She would have to act quickly. So, putting a great many matters to one side, she pursued the matter of Trevize. At the time when Trevize and Pelorat were discussing Earth, Branno was facing Councilman Munn Li Compor in the Mayoralty Office. As he sat across the desk from her, perfectly at ease, she appraised him once again. He was smaller and slighter than Trevize and only two years older. Both were freshmen Councilmen, young and brash, and that must have been the only thing that held them together, for they were different in all other respects. Where Trevize seemed to radiate a glowering intensity, Compor shone with an almost serene self-confidence. Perhaps it was his blond hair and blue eyes, not at all common among Foundationers. They lent him an almost feminine delicacy that (Branno judged) made him less attractive to women than Trevize was. He was clearly vain of his looks, though, and made the most of them, wearing his hair rather long and making sure that it was carefully waved. He wore a faint blue shadowing under his eyebrows to accentuate the eye color. (Shadowing of various tints had become common among men these last ten years.) He was no womanizer. He lived sedately with his wife, but had not yet registered parental intent and was not known to have a clandestine second companion. That, too, was different from Trevize, who changed housemates as often as he changed the loudly colored sashes for which he was notorious. There was little about either young Councilman that Kodell's department had not uncovered, and Kodell himself sat quietly in one corner of the room, exuding a comfortable good cheer as always. Branno said, â€Å"Councilman Compor, you have done the Foundation good service, but unfortunately for yourself, it is not of the sort that can be praised in public or repaid in ordinary fashion.† Compor smiled. He had white and even teeth, and Branno idly wondered, for one flashing moment if all the inhabitants of the Sirius Sector looked like that. Compor's tale of stemming from that particular, rather peripheral, region went back to his maternal grandmother, who had also been blond-haired and blue-eyed and who had maintained that her mother was from the Sirius Sector. According to Kodell, however, there was no hard evidence in favor of that. Women being what they were, Kodell had said, she might well have claimed distant and exotic ancestry to add to her glamour and her already formidable attractiveness. â€Å"Is that how women are?† Branno had asked drily, and Kodell had smiled and muttered that he was referring to ordinary women, of course. Compor said, â€Å"It is not necessary that the people of the Foundation know of my service – only that you do.† â€Å"I know and I will not forget. What I also will not do is to let you assume that your obligations are now over. You have embarked on a complicated course and you must continue. We want more about Trevize.† â€Å"I have told you all I know concerning him.† â€Å"That may be what you would have me believe. That may even be what you truly believe yourself. Nevertheless, answer my questions. Do you know a gentleman named Janov Pelorat?† For just a moment Compor's forehead creased, then smoothed itself almost at once. He said carefully, â€Å"I might know him if I were to see him, but the name does not seem to cause any association within me.† â€Å"He is a scholar.† Compor's mouth rounded into a rather contemptuous but unsounded â€Å"Oh?† as though he were surprised that the Mayor would expect him to know scholars. Branno said, â€Å"Pelorat is an interesting person who, for reasons of his own, has the ambition of visiting Trantor. Councilman Trevize will accompany him. Now, since you have been a good friend of Trevize and . perhaps know his system of thinking, tell me. Do you think Trevize will consent to go to Trantor?† Compor said, â€Å"If you see to it that Trevize gets on the ship, and if the ship is piloted to Trantor, what can he do but go there? Surely you don't suggest he will mutiny and take over the ship.† â€Å"You don't understand. He and Pelorat will be alone on the ship and it will be Trevize at the controls.† â€Å"You are asking whether he would go voluntarily to Trantor?† â€Å"Yes, that is what I am asking.† â€Å"Madam Mayor, how can I possibly know what he will do?† â€Å"Councilman Compor, you have been close to Trevize. You know his belief in the existence of the Second Foundation. Has he never spoken to you of his theories as to where it might exist, where it might be found?† â€Å"Never, Madam Mayor.† â€Å"Do you think he will find it?† Compor chuckled. â€Å"I think the Second Foundation, whatever it was and however important it might have been, was wiped out in the time of Arkady Darell. I believe her story.† â€Å"Indeed? In that case, why did you betray your friend? If he were searching for something that does not exist, what harm could he have done by propounding his quaint theories?† Compor said, â€Å"It is not the truth alone that can harm. His theories may have been merely quaint, but they might have succeeded in unsettling the people of Terminus and, by introducing doubts and fears as to the Foundation's role in the great drama of Galactic history, have weakened its leadership of the Federation and its dreams of a Second Galactic Empire. Clearly you thought this yourself, or you would not have seized him on the floor of the Council, and you would not now be forcing him into exile without trial. Why have you done so, if I may ask, Mayor?† â€Å"Shall we say that I was cautious enough to wonder if there were some faint chance that he might be right, and that the expression of his views might be actively and directly dangerous?† Compor said nothing. Branno said, â€Å"I agree with you, but I am forced by the responsibilities of my position to consider the possibility. Let me ask you again if you have any indication as to where he might think the Second Foundation exists, and where he might go.† â€Å"I have none.† â€Å"He has never given you any hints in that direction?† â€Å"No, of course not.† â€Å"Never? Don't dismiss the thought easily. Think! Never?† â€Å"Never,† said Compor firmly. â€Å"No hints? no joking remarks? no doodles? no thoughtful abstractions at moments that achieve significance as you look back on them?† â€Å"None. I tell you, Madam Mayor, his dreams of the Second Foundation are the most nebulous starshine. You know it, and you but waste your time and your emotions in your concern over it.† â€Å"You are not by some chance suddenly changing sides again and protecting the friend you delivered into my hands?† â€Å"No,† said Compor. â€Å"I turned him over to you for what seemed to me to be good and patriotic reasons. I have no reason to regret the action, or to change my attitude.† â€Å"Then you can give me no hint as to where he might go once he has a ship at his disposal?† â€Å"As I have already said†¦Ã¢â‚¬  â€Å"And yet, Councilman,† and here the lines of the Mayor's face so folded as to make her seem wistful, â€Å"I would like to know where he goes.† â€Å"In that case, I think you ought to place a hyper-relay on his ship.† â€Å"I have thought of that, Councilman. He is, however, a suspicious man and I suspect he will find it – however cleverly it might be placed. Of course, it might be placed in such a way that he cannot remove it without crippling the ship, and he might therefore be forced to leave it in place†¦Ã¢â‚¬  â€Å"An excellent notion.† â€Å"Except that,† said Branno, â€Å"he would then be inhibited. He might not go where he would go if he felt himself free and untrammeled. The knowledge I would gain would be useless to me.† â€Å"In that case, it appears you cannot find out where he will go.† â€Å"I might, for I intend to be very primitive. A person who expects the completely sophisticated and who guards against it is quite apt never to think of the primitive. – I'm thinking of having Trevize followed.† â€Å"Followed?† â€Å"Exactly. By, another pilot in another spaceship. See how astonished you are at the thought? He would be equally astonished. He might not think of scouring space for an accompanying mass and, in any case, we will see to it that his ship is not equipped with our latest mass-detection devices.† Compor said, â€Å"Madam Mayor, I speak with all possible respect, but I must point out that you lack experience in space flight. To have one ship followed by another is never done – because it won't work. Trevize will escape with the first hyperspatial jump. Even if he doesn't know he is being followed, that first jump will be his path to freedom. If he doesn't have a hyper-relay on board ship, he can't be traced.† â€Å"I admit my lack of experience. Unlike you and Trevize, I have had no naval training. Nevertheless, I am told by my advisers – who have had such training – that if a ship is observed immediately prior to a jump, its direction, speed, and acceleration make it possible to guess what the jump might be – in a general way. Given a good computer and an excellent sense of judgment, a follower might duplicate the jump closely enough to pick up the trail at the other end – especially if the follower has a good mass-detector.† â€Å"That might happen once,† said Compor energetically, â€Å"even twice if the follower is very lucky, but that's it. You can't rely on such things.† â€Å"Perhaps we can. – Councilman Compor, you have hyper-raced in your time. You see, I know a great deal about you. You are an excellent pilot and have done amazing things when it comes to following a competitor through a jump.† Compor's eyes widened. He almost squirmed in his chair. â€Å"I was in college then. I am older now.† â€Å"Not too old. Not yet thirty-five. Consequently you are going to follow Trevize, Councilman. Where he goes, you will follow, and you will report back to me. You will leave soon after Trevize does, and he will be leaving in a few hours. If you refuse the task, Councilman, you will be imprisoned for treason. If you take the ship that we will provide for you, and if you fail to follow, you need not bother coming back. You will be shot out of space if you try.† Compor rose sharply to his feet. â€Å"! have a life to live. I have work to do. I have a wife. I cannot leave it all.† â€Å"You will have to. Those of us who choose to serve the Foundation must be prepared at ail times to serve it in a prolonged and uncomfortable fashion, if that should become necessary.† â€Å"My wife must go with me, of course.† â€Å"Do you take me for an idiot? She stays here, of course.† â€Å"As a hostage?† â€Å"If you like the word. I prefer to say that you will be taking yourself into danger and my kind heart wants her to stay here where she will not be in danger. – There is no room for discussion. You are as much under arrest as Trevize is, and I am sure you understand I must act quickly – before the euphoria enveloping Terminus wears off. I fear my star will soon be in the descendant.† Kodell said, â€Å"You were not easy on him, Madam Mayor.† The Mayor said with a sniff, â€Å"Why should I have been? He betrayed a friend.† â€Å"That was useful to us.† â€Å"Yes, as it happened. His next betrayal, however, might not be.† â€Å"Why should there be another?† â€Å"Come, Liono,† said Branno impatiently, â€Å"don't play games with me. Anyone who displays a capacity for double-dealing must forever be suspected of being capable of displaying it again.† â€Å"He may use the capability to combine with Trevize once again. Together, they may†¦Ã¢â‚¬  â€Å"You don't believe that. With all his folly and naivete, Trevize goes straight for his goal. He does not understand betrayal and he will never, under any circumstances, trust Compor a second time.† Kodell said, â€Å"Pardon me, Mayor, but let me make sure I follow your thinking. How far, then, can you trust Compor? How do you know he will follow Trevize and report honestly? Do you count on his fears for the welfare of his wife as a restraint? His longing to return to her?† â€Å"Both are factors, but I don't entirely rely on that. On Compor's ship there will be a hyper-relay. Trevize would suspect pursuit and would search for one. However Compor – being the pursuer – will, I assume, not suspect pursuit and will not search for one. – Of course, if he does, and if he finds it, then we must depend on the attractions of his wife.† Kodell laughed. â€Å"To think I once had to give you lessons. And the purpose of the pursuit?† â€Å"A double layer of protection. If Trevize is caught, it may be that Compor will carry on and give us the information that Trevize will not be able to.† â€Å"One more question. What if, by some chance, Trevize finds the Second Foundation, and we learn of it through him, or through Compor, or if we gain reason to suspect its existence – despite the deaths of both?† â€Å"I'm hoping the Second Foundation does exist, Liono,† she said. â€Å"In any case, the Seldon Plan is not going to serve us much longer. The great Hari Seldon devised it in the dying days of the Empire, when technological advance had virtually stopped. Seldon was a product of his times, too, and however brilliant this semimythical science of psychohistory must have been, it could not rise out of its roots. It surely would not allow for raid technological advance. The Foundation has been achieving that, especially in this last century. We have mass-detection devices of a kind undreamed of earlier, computers that can respond to thought, and – most of all – mental shielding. The Second Foundation cannot control us for much longer, if they can do so now. I want, in my final years in power, to be the one to start Terminus on a new path.† â€Å"And if there is, in fact, no Second Foundation?† â€Å"Then we start on a new path at once.† The troubled sleep that had finally come to Trevize did not last long. A touch on his shoulder was repeated a second time. Trevize started up, bleary and utterly failing to understand why he should be in a strange bed. â€Å"What – What – ?† Pelorat said to him apologetically, â€Å"I'm sorry, Councilman Trevize. You are my guest and I owe you rest, but the Mayor is here.† He was standing at the side of the bed in flannel pajamas and shivering slightly. Trevize's senses leaped to a weary wakefulness and he remembered. The Mayor was in Pelorat's living room, looking as composed as always. Kodell was with her, rubbing lightly at his white mustache. Trevize adjusted his sash to the proper snugness and wondered how long the two of them – Branno and Kodell – were ever apart. Trevize said mockingly, † Has the Council recovered yet? Are its members concerned over the absence of one of them?† The Mayor said, â€Å"There are signs of life, yes, but not enough to do you any good. There is no question but that I still have the power to force you to leave. You will be taken to Ultimate Spaceport†¦Ã¢â‚¬  â€Å"Not Terminus Spaceport, Madam Mayor? Am I to be deprived of a proper farewell from weeping thousands?† â€Å"I see you have recovered your penchant for teenage silliness, Councilman, and I am pleased. It stills what might otherwise be a certain rising twinge of conscience. At Ultimate Spaceport, you and Professor Pelorat will leave quietly.† â€Å"And never return?† â€Å"And perhaps never return. Of course,† and here she smiled briefly, â€Å"if you discover something of so great an importance and usefulness that even I will be glad to have you back with your information, you will return. You may even be treated with honor.† Trevize nodded casually, â€Å"That may happen.† â€Å"Almost anything may happen. – In any case, you will be comfortable. You are being assigned a recently completed pocket-cruiser, the Far Star, named for Hober Mallow's cruiser. One person can handle it, though it will hold as many as three with reasonable comfort.† Trevize was jolted out of his carefully assumed mood of light irony. â€Å"Fully armed?† â€Å"Unarmed but otherwise fully equipped. Wherever you go, you will be citizens of the Foundation and there will always be a consul to whom you can turn, so you will not require arms. You will be able to draw on funds at need. – Not unlimited funds, I might add.† â€Å"You are generous.† â€Å"I know that, Councilman. But, Councilman, understand me. You are helping Professor Pelorat search for Earth. Whatever you think you are searching for, you are searching for Earth. All whom you meet must understand that. And always remember that the Far Star is not armed.† â€Å"I am searching for Earth;† said Trevize. â€Å"I understand that perfectly.† â€Å"Then you will go now.† â€Å"Pardon me, but surely there is more to all of this than we have discussed. I have piloted ships in my time, but I have had no experience with a late-model pocket-cruiser. What if I cannot pilot it?† â€Å"I am told that the Far Star is thoroughly computerized. – And before you ask, you don't have to know how to handle a late-model ship's computer. It will itself tell you anything you need to know. Is there anything else you need?† Trevize looked down at himself ruefully. â€Å"A change of clothing.† â€Å"You will find them on board ship. Including those girdles you wear, or sashes, whichever they are called. The professor is also supplied with what he needs. Everything reasonable is already aboard, although I hasten to add that this does not include female companions.† â€Å"Too bad,† said Trevize. â€Å"It would be pleasant, but then, I have no likely candidate at the moment, as it happens. Still, I presume the Galaxy is populous and that once away from here I may do as I Please.† â€Å"With regard to companions? Suit yourself.† She rose heavily. â€Å"I will not take you to the spaceport,† she said, â€Å"but there are those who will, and you must make no effort to do anything you are not told to do. I believe they will kill you if you make an effort to escape. The fact that I will not be with them will remove any inhibition.† Trevize said, â€Å"I will make no unauthorized effort, Madam Mayor, but one thing†¦Ã¢â‚¬  â€Å"Yes?† Trevize searched his mind rapidly and finally said with a smile that he very much hoped looked unforced, â€Å"The time may come, Madam Mayor, when you will ask me for an effort. I will then do as I choose, but I will remember the past two days.† Mayor Branno sighed. â€Å"Spare me the melodrama. If the time comes, it will come, but for now – I am asking for nothing.†

Female Gender Stereotypes in Color: What They Are, How They Came About and What They Mean

Robert Pietrzak2/27/13 Outline 1 Introduction a The purpose of this investigation is to understand what are the color stereotypes for females, how they contrast with color stereotypes for males, how these stereotypes have come about and how they are reinforced. 2 Body 1: b discuss what is currently accepted as â€Å"femanine colors/femanine quality of colors† c lean more towards the quality of color: how the color is softer, lighter, with more variety of shade. the reason for this could be due to scientific reasons. d Femanine colors are generally seen as softer, lighter, more variety in shade. A possible reason for this characterization could be due to how the perception of color is different for females than it is for males. females have a wider range of color perception than males. (refer to diagram) (females can more easily percieve more subtle shades of color than males can. because of this refinement these kinds of â€Å"softer colors† with â€Å"off-primary shad es† are precieved as more femanine like. this scientific reason could be why colors are precieved this way. e why have these qualities been ascribed to females 3 Body 2 Contrasting evidence also suggests that certain femanine colors are seen this way due to baby gender identification and due to advertsing g Advertising: strong evidence suggests that advertising plays a large role in determining these kinds of color stereotyping. ii show articles displaying this kind of advertising. iii explain that in the past color stereotypes were actually reversed: pink was considered a boys color and blue was considered a girl color. iv when advertisers changed their minds about this stereotyping in the 1920s people began to dress differently.This mindset has continued into today. But this change in thought suggests that advertising plays a significant role in what people consider a â€Å"boy’s color† and a â€Å"girls color† Robert Pietrzak2/27/13 Female Gender Stereo types in color: What they are, how they came about and what they mean. There have been a of scientific studies that have looked for how gender affects color disposition and how colors relate to gender. While they have looked at different factors and come to different conclusions, there has been a consensus that color stereotypes exist and for females differ from those of men.These can be attributed to physiological color dispositions that differ between genders due to evolutionary reasons. While there may be a color disposition the existance of stereotypes have its roots in other factors such as the influence of media upon what is accepted as a stereotype, the actions of gender identification by consumers, and the influence of gender disposition from a young age. In their preliminary research Hurbert and Ling stated that within the â€Å"long history of color preference studeis†¦ here is a definite predisposition for certain colors that differs across genders† (Hurlbert and Ling). Hurlbert and Ling were two social scientists that attempted to more accurately determine what these color dispositions were. They conducted a multi-step experiment to try to find out what kinds of colors were favored by males and females. They found that females prefered soft, bright colors such as pink, yellow, and purple. Males prefered darker, harder colors such as red, blue, and green. Females additionally gravitated towards more non-primary colors with variety in shade than males (Hurbert and Ling).This disposition was attributed to a physiological reason: that it has to do with how the two genders perceive color differently. Females are able to better detect and identify a more wide range of colors than males can. Due to this they gravitate towards colors with more variety than males do. (Hurbert and Ling) Additionally it was suggested in their research that females possibly have this color disposition due to evolutionary reasons. Females, being the primary caregive rs, needed to be able to detect if their was something wrong with her baby by detecting hues of red better than males do (Hurbert and Ling).Additionally society for humans was originally set up as hunter gatherers. Due to this females were given the role of gathering while the males hunted. Being able to pick up on a variety of soft, bright hues could possibly have helped with gathering berries and other foods in the wild (Hurlbert and Ling). Other research has looked at the issue from a different angle: if color is associated with gender stereotypes. Most color studies have looked towards the stereotype of â€Å"pink being a girl’s color and blue being a boy’s color†. (Hurbert and Ling).This stereotype is seen in many examples of advertising. Paoletti gives many examples of this in her novel. One such example is a big magazine article labeled for â€Å"babies† that only sells clothes in pink and blue for the respective genders. She states that advertiser s stressed that new born boys â€Å"be given blue shirts, hats, cribs, etc. † while girls were to be dressed in pink (Paoletti). Especially prevalent in the baby boomer generation, pink was predominantly used with girls associated with feminine qualities and is given this characteristic in modern day society. DeLoache and LoBlue). A recent study done by Andree Pomerleau, Daniel Bolduc, Gerard Malcuit, and Louise Cossette discusses how from a very early age there are drastic color differences between the two genders that stay relatively constant for their early years of development: â€Å"Girls†¦ wore pink and multicolored clothes more often, had more pink pacifiers and jewelry. Boys wore more blue, red and white clothing. They had more blue pacifiers. Yellow bedding was more frequently observed in the girls' rooms, while blue bedding and curtains were more prevalent in the boys' rooms.Women were the predominant providers of toys for children. It thus seems that, nowaday s, very early in their development, girls and boys already experience environments which are dissimilar. † Brooks also states that this color stereotype is attributed to the influence of the media upon the population (Brooks). However this has not always been the case. In fact this stereotype used to be completely flipped around. In the Early 1900s pink was actually considered a masculine color while blue was considered feminine. Paoletti†¦has documented that the North American tradition of dressing infant boys in blue and infant girls in pink began the 1920s. Prior to that decade, Paoletti†¦noted that the sex-dimorphic color coding of pink and blue was inverted, i. e. , infant boys were dressed in pink and infant girls were dressed in blue†¦. At one point, pink was considered more of a boy’s color, as a watered-down, bold, dramatic red, which is a fierce color. Instead, blue was considered more for girls. † (Del Giudice) David Brooks highlights thi s by quoting a 1918 article in Ladies Home Journal.It advised: â€Å"The generally accepted rule is pink for the boys, and blue for the girls. The reason is that pink, being a more decided and stronger color, is more suitable for the boy, while blue, which is more delicate and dainty, is prettier for the girl. † (Brooks) This trend began to change around the 1920s. As portrayed in a Time Magazine chart, advertisers in this time period began to change what was an accepted â€Å"girl† color and â€Å"boy† color through their advertising (Advertiser Advocation for Different Color Stereotypes in 1927).Jo Paolettti points out in her research that these influences were picked up by the baby boomer generation in response to continued media advertisement. The research does not necessarily answer why the media reversed this stereotype but it does show the power media has upon accepted stereotypes, public thought, and accepted social norms. It was able to completely rever se and change an accepted stereotype in the public mind simply through its influence. Additional research into the subject of media and color genderization has found that color stereotypes are additionally reinforced by social means.Jo Paoletti explains in her book how the prevalence of this media influence was strengthened by a desire to be able to tell the gender apart from another child to be an expectation as to what the child should wear and what people should buy for the child. People would go out and buy gender oriented clothing for the new baby. The new baby would then wear this gifted clothing further cementing the stereotype (Paoletti). Different research has looked into this issue from a social standpoint but looking towards how gender conflict can influence and support accepted stereotypes.LoBlue and DeLoache conducted a large cross sectional study which contained children aged 7 months to 5 years. The Children â€Å"were offered eight pairs of objects and asked to choo se one. In every pair, one of the objects was always pink. By the age of 2, girls chose pink objects more often than boys did, and by the age of 2. 5, they had a significant preference for the colour pink over other colours. At the same time, boys showed an increasing avoidance of pink. † The researchers were especially fascinated with was the avoidance of pink by the boys. They concluded that â€Å"†¦ hese results thus reveal that sex differences in young children’s preference for the colour pink involves both an increasing attraction to pink by young girls and a growing avoidance of pink by boys. † As both genders gravitate towards their gender stereotyped color avoidance had just as big of an impact as the stereotype does. As girls associate with pink, the boys feel pressured by themselves to not associate with pink, thus propagating the stereotype. (LoBlue and DeLoache). This highlights how powerful gender â€Å"conflict† that occurs at a young ag e can influence and propagate gender stereotypization.Female color stereotypization can be attributed to multiple possible sources and comes about for different possible reasons. A scientific reason as to why some color qualities are perceived as more feminine could be due to how females and males perceive color. On the other hand additional color stereotypes came about as the result of advertising and the influence of the media upon public opinion. This influence would be strengthened if the color genderization before the 1920s was different than what it currently is today.This would suggest, according to Paoletti, that the media have a profound, changeable effect on what the public stereotypization encompasses. However the changability of this stereotype could also highlight something else. David Brooks states in his article that this shift could also highlight the weakness such stereotypes have and how subject to change they could have: â€Å"The fascinating thing is how slipper y the color-gender link is. It seems so hard-wired, but the link between pink and femininity may be just a cultural construct. The LoBlue and DeLoache research offers another possible conclusion: that the existence of such stereotypes creates tendencies within populations to follow those stereotypes which in turn strengthen the stereotype itself through psychosocial means. Works Cited 1 Brooks, David. â€Å"Pink and Blue. † New York Times Blogs. New York Times, 22 Apr. 2011. Web. 27 Feb. 2013. . 2 Paoletti, Jo Barraclough. Pink and Blue: Telling the Boys from the Girls in America. Bloomington: Indiana UP, 2012. Print. 3 LoBue, Vanessa and Judy S.DeLoache. â€Å"Pretty In Pink: The Early Development Of Gender-Stereotyped Colour Preferences. † British Journal Of Developmental Psychology 29. 3 (2011): 656-667. Academic Search Premier. Web. 27 Feb. 2013. 4 Del Giudice, Marco. â€Å"The Twentieth Century Reversal Of Pink-Blue Gender Coding: A Scientific Urban Legend?. â₠¬  Archives Of Sexual Behavior 41. 6 (2012): 1321-1323. Academic Search Premier. Web. 27 Feb. 2013. 5 Pomerleau, Andree, Daniel Bolduc, and et al. â€Å"Pink Or Blue: Environmental Gender Stereotypes in the First Two Years of Life. † Sex Roles 22. 5-6 (1990): 359-.ProQuest Education Journals; ProQuest Psychology Journals; ProQuest Social Science Journals. Web. 27 Feb. 2013. 6 Advertiser Advocation for Different Color Stereotypes in 1927. † Chart. Time Magazine. N. p. : n. p. , n. d. N. pag. Pink Is for Boys. 11 Nov. 1927. Web. 27 Feb. 2013. 7 Anya C. Hurlbert, Yazhu Ling. â€Å"Biological components of sex differences in color preference†. Print. Current Biology, 17. 16 (2007), Pages R623-R625. (http://www. sciencedirect. com/science/article/pii/S096098220701559X) Thurs. 21 March 2012

E-Movements Research Paper Example | Topics and Well Written Essays - 250 words

E-Movements - Research Paper Example Computers have to be protected when the consumers carry out commercial activities, engage in cross-border e-commerce, and make online business transactions and email communications with online traders. 1. One priority that I would like to add in the regard of information technology security is the physical security of information networks. In a network, those computers must be physically secured that hold sensitive information and network passwords on them (Anderson & Moore, 2009). All sensitive servers and networks should be secured from the enemy, by means of firewalls, code encryption and decryption (cryptography) and intrusion detection system. 2. Another priority is the physical security of hardware. Ethics require that the officials use the ‘lock everything’ approach (Benson & Rahman, 2011, p.80). One must look for devices that lock the computer cases to desks and lock the disk drives and the CPU as well. The system must be password protected. The BIOS of the system must be configured so that it does not boot from a floppy drive being used by the

Movement as a narrative device, screen Hope (1948) Essay

Movement as a narrative device, screen Hope (1948) - Essay Example Movement is used as a narrative by Hitchcock in Rope as he reveals conversations between the characters. The major aspects that Hitchcock utilizes his technique is during conversations "in which a pair of educated young men in Chicago in the 1920s committed a random murder for the thrill of it and to demonstrate their superiority to society." (Go Upstate.com) Brandon, the character we are concerned with, is one of the two killers and through his use, f movement during the film Hitchcock uses movement to show Brandon's smug and sinister side to the audience. Hitchcock's adherence to shoot the entire picture in eight 10-minute takes is significant especially in the scenes featuring Brandon. In the scene where Brandon unexpectedly quiets the sobbing Philip with a slap. "It is about the only time in the film's eighty minutes that action takes precedence over motion" (Up State.com) Up until this scene Brandon's movements worked more effectively on the audience then even the dialogue. In scenes featuring Brandon there are lengthy and nonstop movement. These movements by Brandon show him q going in and out of rooms without a cut.

The Lone Ranger and Tonto Fistfight in heaven Essay

The Lone Ranger and Tonto Fistfight in heaven - Essay Example The characters have been generalized to emphasize on the importance of this cultural conflict. For example in the very beginning, the grave shift workers are described in the same way, whether they are Indians or Americans,â€Å"The graveyard shift worker in the Third Avenue 7-11 looked like they all do. Acne scars and a bad haircut, work pants that showed off his white socks, and those cheap black shoes that have no support.†The concept of assimilation also comes in that is the minorities try to adapt to the ways of the prevailing culture. When the narrator goes in the store that is owned by the White grave shift worker, he is immediately tagged as a robber, because he is an Indian â€Å"†¦ clerk †¦ searching for some response that would reassure him that I was not an armed robber. He knew this dark skin and long black hair of mine was dangerous. I had potential.†The theme of conflict is described when the narrator goes to a posh area, by mistake and the rich ones call the police because he â€Å"didn’t fit the profile of the neighborhood†. Moreover, the narrator also wants to tell the policeman that he did not equate or gel in the â€Å"profile of the country† but knows that it would be a reason for his troubles. The narrator constantly feels that he does not belong in this world. He cannot relate to anything. There is this continuous feeling of nothingness and as if everything has been lost. He says that there are times that he does not remember where he is and is lost. He drives for extended time periods to find something he can associate with but fails. He goes on to say that he feels as if his entire life has been spent looking for that something familiar. In between the lines, we also see that the minorities are afraid to take a risk. They have accepted the cruel behavior because they think that nothing is ever going to change. They are not ready to stand up for themselves. For example, when they are playing basketball and there is a white kid

Business senerio Assignment Example | Topics and Well Written Essays - 500 words

Business senerio - Assignment Example The managerial staff at the firm must find alternative solutions to the problem as soon as possible. The morale problems the company faces have escalated into other human resource issues including a lack of communication, interpersonal conflicts, and physical confrontations. The situation has gotten so bad that the employees have stopped caring about their duties and their actions have reached external stakeholders. Recently an employee acted improperly dealing with a customer by yelling at the customer and acting unprofessionally. We have received several complaints from vendors of the company that have not received important paperwork concerning incoming shipments. The company is not suffering from any cash flow problems, but for some odd reason the finance department never pays the bills on time. The quality of the food at the cafeteria has reached an all time low. It seems as if the company is in the middle of chaos. Due to the negative impact that the morale problem is having on the entire organization the company has to take immediate steps to remedy the situation. The first step towards finding a solution is recognizing the existence of the problem to then take corrective actions. As managers we are responsible for the job performance of our subordinates. This matter cannot be delayed any longer because the low morale at the company is spreading like a virus. The majority of the departments at the firm are underperforming and the firm has become an unpleasant place to work. It is important for the company to take this matter seriously because low employee morale usually results in poor productivity and production. The firm has done a poor job at dealing with the situation so far and has let a simple issue turned into a problematic situation. The objective of the meeting is to allow the entire managerial staff to participate in the process of finding a solution to the morale problem. By the end of this meeting

Accounting for Anguish Essay Example | Topics and Well Written Essays - 250 words - 1

Accounting for Anguish - Essay Example When fraudulent activity and misappropriation occurs in a company such what was occurring at WorldCom and an accountant discovers the scheme the only option for the accountant is to become a whistleblower. A whistleblower can be defined as a person that reveals any wrong doings or malpractices that are taking place within an organization (Bainbridge). When Kim Emigh acted as a whistleblower in the WorldCom scandal she revealed to the Security and Exchange Commission and other governmental agencies that WorldCom was attempting to change labor that was supposed to be part of capital projects into an expense in order to misguide the government and lower profits to pay less taxes. The effect of the directive by WorldCom would have turned $35 million of capitalized items into expenses (Reaves). The courage of Kim Emigh was instrumental in bringing the WorldCom executives to justice and to uncover one of the biggest financial frauds in U.S.

Monetary policy Essay Example | Topics and Well Written Essays - 1250 words

Monetary policy - Essay Example The RBA often determines the official cash rate after deciding on what monetary policy target it intends to attain (Reserve Bank of Australia, 2012a). Such targets may include, increasing economic growth, lowering inflation. RBA uses open market operations to affect the changes of the official cash rate, which in turn trickles down to the financial system in the country. Although RBA changes the official cash rate through open market operations, the actual cash rates are often determined by supply and demand actions among banks. Each bank is free to determine the rate by which it lends to another bank. Changing the official cash rate however, impacts all other interest rates in the market which in turn impacts the supply and demand of money in the economic system (Reserve Bank of Australia, 2012b; Lowe, 1995:1-2). The market rate of interest on the other hand is the rate that financial institutions charge its clients for borrowing money. This interest is often impacted by changes in the official cash rate, whereby increases in cash rate would imply that the banks are borrowing from other banks expensively and hence would also increase the interest rate that they charge their customers for borrowing money. A drop in the official cash rate would make it cheaper for the banks to borrow funds and hence competition among banks would reduce the market interest rate across the Australian Economy (Smales, 2011:52-55). The RBA decreases the cash rate through open market operations in order to ensure that the official cash rate that has been set is as close as possible to the actual cash rate exhibited in the market due to forces of demand and supply. Each financial institution in the country has an Exchange settlement account for which enable banks to settle payments between each and also with the RBA. Where RBA wants to reduce the cash rate, it would buy repurchase agreements (repos) or second-hand common wealth government securities (CGS) from the financial institutio ns in the economy. The RBA pays the banks using their exchange settlement accounts with the RBA which increases the amount that they have access to and can lend out (Reserve Bank of Australia, 2012b; Kuttner and Mosser, 2002: 16). This increases the supply of money in the economy, and due to competition to lend out to borrowers, the cash rate as well as the market interest rates drop. This is as demonstrated in a simple Keynesian model below: As noted in the figure, when the RBA uses the open market mechanism to purchase government securities and repos, the money supply denoted by MS, moves from the original position MS to MS1 showing a rise in money supply. Since the supply money is inelastic relative to interest rates, the MS curve is perfectly inelastic. On the other hand, the demand for money changes with changes in interest rate. Hence as money supply increases in volume due to RBA purchasing repos and CGS, interest rates fall also drop. Answer two Effect of a decrease of inter est rate on: Consumption and Investment expenditures: a fall interest rates increases investment and consumption. As noted above, a fall in interest rates is as a result in an increase in money supply. This makes it possible for businesses and consumers increase their borrowing from banks at a lower rate of interest since it is cheaper to access loans. Hence, there would be an increase in consumption and investment expenditures financed by debt as businesses are able to access funds for capital goods such as equipments, and consumers are also able

Positive and Negative Consequences of the Legislation that Enables Essay

Positive and Negative Consequences of the Legislation that Enables Patients to Correct the Health Information in their Records - Essay Example As the study outlines the legalization that allows individuals to correct their EHR information has both positive and negative arguments. On the positive side, when individuals are able to correct their health records in the database, their physicians find it easy and quick to know and acquire their health progress. This is more advantageous in case the individuals get sick and reach levels where they cannot communicate verbally. Additionally, when individuals are able to change their health records, government will have easy time in data collection and gathering since about the nations’ health status since updated patient information will be readily available i.e. reduced delays in information retrieval. On the negative side, McGonigle and Mastrian notes that legalization of individual access to electronic health information might lead to fraud for personal benefits. For instance, if an individual will not get a job due to their health status, they may change it electronicall y to get the job opportunity nevertheless. Nonetheless, the legalization inhibits the demand for health records’ security since patients can change their records to suit their needs.

Reflective Paper on Gay Marriage Essay Example for Free

Reflective Paper on Gay Marriage Essay Today many people have their own opinions and beliefs when it comes down to the topic of gay marriage. I personally feel that gay marriage should be legalized. Yes God said, â€Å"That marriage is to be between a man and a woman. † My question is, â€Å"What gives people the right to judge or tell another human-being who to love or how to love? † I personally feel it’s insulting to one’s integrity and people should be able to express their love how they see fit. For centuries the United States has been known for its civil rights and freedoms. Many Americans are angered by the idea of same-sex relationships and marriages. The biggest reason to why heterosexuals are against gay marriage is based primarily on their religious beliefs. So I’m wondering, â€Å"What’s wrong with the idea of two people being together who love and care for each other wanting to spend their lives together? † Of course the gay community is greatly misunderstood because many people who aren’t living a homosexual lifestyle just refuse to listen. Most of these individuals would rather be close-minded to the topic, rather than trying to understand the daily struggles and what it means to be gay in America or any other country for that matter. Same-sex couples aren’t asking for special treatment, but just to be treated the same as a straight couple. The ethical theory that provides the most support for same-sex marriage is utilitarianism. Utilitarianism is a natural way to see if an act is the right thing to do (or wrong thing to do) is to look at its results or consequences. Theories allow us the opportunity to identify the problem and then find ways on how to resolve them. One example would happen to be the ninth commandment, â€Å"Thou shall not lie. Given this statement we a human-beings, tend to lead busy lives and in order to not go against what we may have said, we’ll lie. We do this to keep from hurting one’s feelings. In doing this we as people look at the consequences of our actions to determine how we can make the situation better. It also states that there is an obvious solution that is fair and that may be one that appeals to common sense also. If we can mix races and people are allowed t o get married just because. Then why aren’t same-sex couples allowed the exact same opportunity? What makes people so against and afraid of allowing others to love and be with the person they choose? In a utilitarianism mind-set, society can’t say who should have a relationship. Much of the controversy rises from the decision on how one chooses to define or view marriage. Even though, it was between a man and a woman, man and a man, woman and a woman. Relativism is a concept that points of view have no absolute truth or validity. In contrast, people who are supporters of gay marriage tend to look at the glass â€Å"half-full† instead of just basing their decisions primarily on religious beliefs. Both sides have a very valid argument when it comes down to discussing this topic. From past occasions of inequality, gay rights are the next big step to creating change and an equal society. Many people of the Republican Party feel that allowing same-sex marriages will change how people view religion and family values. A large majority of people and organizations that are for gay marriage feel that not allowing same-sex marriage to be legal feel that it’s a violation against the law of the Equal Protection Clause. It’s the clause of the 14th Amendment that prohibits states from denying any person within the jurisdiction of equal protection. So for the laws to not allow same-sex couples marry is going to create a lot of controversy and scrutiny. Homosexuality is defined as the quality of being homosexual or as the erotic activity with another of the same sex. Up until the year of 1973, being homosexual was known to be a mental disorder, which was stated as such in psychology journals. Many often feel that legalizing gay marriage will lead to the legalizing of other things. Such as pedophilia and polygamy which are controversial subjects but not as much as gay marriage. Even though comparing pedophilia and polygamy to gay marriage is a little much, people feel that allowing gay marriage goes against their morals, their views on society, lives they want for their children, and the future. For some violating same-sex couples civil right is worth it in the end only because they want to protect the value of a man-woman type marriage. To deny gays and lesbians the right to marry is in violation of their civil rights as a citizen of the United States of America. Legalizing gay marriage is not to attack how one feels and how they view things, but so that those can have a chance at equality also. Gay marriage is a very emotional topic and is going to be for years to come. So many people feel that homosexuality is wrong and not normal and therefore believe that homosexuals don’t deserve the right to be married. People are going to debate on whether gay marriage is â€Å"right or wrong†, that’s just the way it is. For most of it Christian groups have been the â€Å"chief of state† when it boils down to same-sex marriage. Growing up in a Christian faith home we were taught that God loves everyone. So answer this question, â€Å"Does that circle of people not include gays or lesbians? † The Constitution gives our rights thanks to the founding fathers of our country. As Americans is this country we have many rights such as freedom of speech, freedom of worship, and so many more. Even though there are many rights, some are limited to an extent. In today’s society are government is controlled by politicians who make a majority of the decisions. Even though we are given freedoms for some reason we are scared of using them. The U. S. seems to be huge playing field, but then we have individuals who decide to take away balls, swings, slides, etc. Why do they get to take these things away? Gay marriage will continue to be a critical topic in today’s society, that’s just fact. A recent study shows that there are approximately 2, 900,000 homosexuals living in the U. S. Some chose not to give out there sexual orientation. The only states where gay marriage is legal are Massachusetts, Connecticut, Iowa, Vermont, New Hampshire, New York, Maryland, Maine, and Washington. The following countries allow gay partnerships which are Norway, Sweden, Greenland, Hungary, Iceland, The Netherlands, France, Belgium, Portugal, Germany, and Finland. A same-sex couple is not allowed to file a joint tax return in order to lower their taxes or allowed to visit a hospital if an illness was to occur. In this case only next of kin are allowed to make hospital visits. I feel that by allowing gay marriage across the country will then give equal rights for an individual. It will decrease the amount on violence among people and will bring the country together. People often ask, â€Å"Why can’t same-sex couples be fine with just the choice of civil union? † They say this because they couldn’t possibly understand the difference between marriage and civil union. Civil union is the legal status that ensures to same-sex couples specified rights and responsibilities of married couples. Marriage is the state of being united to a person of the same sex in a relationship like that of a traditional marriage. Civil unions don’t allow the same assurance that marriage does. In our case marriages are known worldwide, as for civil unions they only exist in the state in which the couple live in. Marriage for same-sex couples happen to be way more beneficial in this case. Say for instance in a civil union, if one of the partners passes away, the living spouse cannot receive Social Security or any benefits from the government. This leaves that person in a financial crisis even though they had been with them for years. In a marriage, couples are entitled to receive their spouse’s Social Security or for that case any other benefits in case of death. This guarantees them definite financial security and rights that will protect them. In a marriage, as a couple you can move from state to state, or country to country and still be granted the same rights and protection. Where as in a civil union if you move to another state they’re rights are long being protected, that in which they were when they were living in the state they happened to be married in. One of the biggest benefits of marriage is the right to adoption. Several states don’t allow gay adoption or allow second parent adoption if an event such as loss or separation happened. Adoption is the act or process of adoption a child. Second parent adoption is when one person adopts the child of his or her partner. There are 16 states that definitely allow joint gay adoption which are; Arkansas, California, Colorado, Connecticut, Washington D. C. , Illinois, Indiana, Maine, Massachusetts, Nevada, New Hampshire, New Jersey, New York, Oregon, Vermont, and Washington. One of the most widely cited arguments that happen to be against same-sex marriage rights is that it will harm children that happen to be raised in the â€Å"silver lining† of these relationships. Studies from social science research show that the evidence from this statement is not a supported argument. Scientific literature shows that children who happen to grow up with one or two gay/or esbian parents cope as well in emotional, cognitive, social, and sexual functioning as children raised in a heterosexual household. The optimal development seems to be influenced more by the nature of the relationship and interactions within the family, rather than by the structural form it takes. Since the year of 2002, studies have shown that children with same-sex parents do as well as children of parents of the opposite sex. This has allowed major psychological and health organizations such as (The American Psychological Association) and many more to support same-sex marriage and parenting. The word GLAAD stands for (Gay and Lesbian Alliance Against Defamation). This organization creates change. GLAAD amplifies the voice of the gay community in order to keep equality at the forefront of America’s cultural conversation. Their impact on newspapers, magazines, blogs, radio, television, movies, and so much more, which transforms attitudes to bring about real change. They hold the media accountable for the words and images they produce. When the media is allowed to be a platform to defame and stereotype the LGBT people, that’s when GLAAD steps in to take action. They leverage 25 years in media relationships and countless hours of media advocacy in order to send important messages against homophobia and discrimination. They strengthen other organizations so that they can leverage media, engage in local communities, and advance social change. Right at this present time GLAAD happens to be working with local organizations in more than 30 states to build support for equality. By collaborating with LGBT leaders and advocacy groups, happens to be the â€Å"key† to increasing the visibility of the gay community, changing hearts and minds, and securing full and lasting equality. Suicide is the third most leading cause of death among adolescents and non-suicidal self-harm occurs in 13-45% of individuals within this age group. This make this particular incident a major public health concern in today’s society. Lesbian, gay, bisexual, and transgender youth are particularly at risk for engaging in these behaviors. Even though, not much is known to what are the specific risk factors associated with suicidal ideas and self-harm behaviors within the population. A history of attempted uicide, impulsivity, and prospected LGBT victimization, and low social support were the reasons behind an increased risk of suicidal ideas. Lesbians are two times more likely to attempt suicide than straight woman, and gay men are six times more likely to attempt suicide than their heterosexual peers. Attempts by gay and lesbian youth account up to 30% of all completed suicides. Gay teens are three times more likely to attempt suicide than their heterosexual peers and gay youth are four times more likely to make a suicide attempt requiring medical attention. The Trevor Project is the leading national organization providing crisis intervention and suicide prevention services for lesbian, gay, bisexual, transgender, and questioning youth. This organization was founded in 1998 by James Lecesne, Peggy Rajski, and Randy Stone, who are the creators behind the Academy Award winning short film called, â€Å"Trevor†. That is a timeless coming of age story about love, loss, and to learn how to be yourself. The Trevor Project is determined to end suicide among LGBTQ youth by providing life-saving and life-affirming resources. Which include 24/7 crisis intervention lifeline, digital community, and advocacy/ educational programs that create safe, supportive, and positive environment for everyone. The vision is to provide a future where the possibilities, opportunities, and dreams are the same for all youth, regardless of sexual orientation or gender identity. Inclusiveness is one of their mantras. This organization believe that everyone should be treated like a human-being, regardless of sexual orientation, gender identity or expression, race, ethnicity, religious practice, ability, or size. The Trevor Project is also a Champion of Change, an honor that was presented by the White House for their innovative work to save the lives of LGBTQ young people. In conclusion, I don’t think I’ll ever quite understand the argument on whether homosexuals should have the right to marry and live their lives the way they choose. As citizens of this country, we all deserve the right to experience and have happiness. Isn’t that normally part of forming relationships? It transpires when we fall in love and are able to love the one we have chosen to be with. Even, if our partner happens to be of the same or opposite sex. That shouldn’t matter because â€Å"love is love†, no matter how you see it. For me I feel that same-sex marriage shouldn’t have to resort in ethical controversy, it should be left alone. I feel this way because since the age of fourteen I knew that I was gay. Throughout middle school and high school I kept it a secret and didn’t tell anyone. It was very hard because I was scared that if I came out my family, friends, and my peers wouldn’t accept me. I went through phases of anxiety, anger, lonliness, depression, and an attempt of suicide. All because I kept who I truly was locked away all because the fear of rejection. That’s a very big â€Å"pill† to have to swallow. By deciding to keep this a secret I wasn’t able to live out my truth and be who I truly am. Recently at the beginning of this past year I decided that it was time to come out to my family and friends. It was one of the most hardest and scariest things that I’ve ever had to do but I know it had to be done. Now that I have the acceptance of my family and friends I’m now able to live my life and be truly happy. It’s as if I had been suffocating for so long and now I can breathe again. I can’t explain it but it’s the greatest feeling in the world. I want every teen or young adult struggling with who they are to be able to be okay and love themselves on the inside as well as the outside. There’s a saying, â€Å"God doesn’t make mistakes. † So for every person that’s ever been told that they’re a â€Å"mistake† just know that mistakes are okay because no one’s perfect, but never ever lose your passion to express and be who your are. I just feel like I’m finally able to live out my goals, dreams, and ambitions I have for my life. It’s as if I have been given this new lease on life called â€Å"joy†. I refuse to let anyone or anything take it away.

Mediation and Advocacy Literature Review Essay Example for Free

Mediation and Advocacy Literature Review Essay In the human services field there is a combination of areas that require mediation and advocacy. Human services consist of and utilize a number of disciplines. Mediation is usually defined as a process in which an impartial third party helps parties resolve a dispute or plan a transaction by assisting their negotiations. Approaches, however, can vary considerably. Many mediators tend to use the same approach regardless of the situations of the parties. But others are flexible and do whatever will work. Each approach has potential advantages and disadvantages. Advocacy is helping or assisting those within a special population acquire the services they need. Advocacy is when someone supports you to speak up about a certain thing. It aims to make sure that an individuals opinions and/or plight are heard and understood. Many disputes are presented when working as a mediator and an advocate in the human services field. Advocacy and Mediation necessitate a person to stay unbiased in order to assist individuals resolve their issues. The roles of advocates and mediators also come with restrictions which if not followed, could lead them to have severe legal problems. Mediators recognize that research is essential to the advancement of knowledge and that all investigations must be conducted with respect for the rights and dignity of participants and with concern for their welfare. Specifically, the conditions of the Human Subjects Experimentation, as designated by the Department of Health and Human Services of the United States Federal Government, shall be adhered to. (www.mediate.com) Being an advocate can present ethical, moral and legal issues, ethical issues are presented everywhere within advocacy. Those advocates have the ethical liability to act with honesty and sincerity. Advocates have the moral responsibility to help clients and social reasons. The most difficult task in their obligations is the legal and ethical limitations they face when taking on their cases. Some of the most rigorous limitations include laws regarding defamation or even hate crimes. These hate crimes are not only at hand in relation to racisms. An increase in hate crimes has been seen towards and in relation with same-sex marriages. These advocates are faced with the intricate task of protecting these people from hate crimes and must at the same time uphold their ethical and moral obligation to their clients regardless of their own personal beliefs (Barsky, 2007). The assimilation of advocacy and mediation plays a vital role within all human services agencies. These positions are highly recommended to unbiased knowledgeable individuals seeking to help improve society. Advocates support and preserve their stance on their meticulous beliefs and do so in an organized group fashion. A mediator in contrast assists people with decision making; they provide alternatives to their problems through coordinated counseling or support groups. Mediators strive to assist in a wide array of approaches and provide both parties with the best tools and documentation in order to realize a positive result, nevertheless mediators do not make the final decisions as they are only there to facilitate both parties to a arrive at an agreement (Barsky, 2007). Mediation and advocacy also allow clients to become familiar with the laws and limitations in relation to their issues in hopes to eliminate further escalations of the issue; whether it is a social or legal topic. Advocacy allows people the opportunity to defend their personal beliefs and voice what he or she believes to be right or wrong. The presence of these two entities allows the resolution of conflicts and conflic ting beliefs from escalating in to violence or further legal actions. Whether it may be defending the basic human rights or the difficult topics of parental rights or partial custodies; mediators provide an undeniable crucial Advocates understand the complex interface between the individuals and even the communities in which they live in. Being around the individual helps the advocate and mediator access and determine what type of people they are around and see how society interacts with their lives. The individual’s behavior would provide insight into what makes them comfortable; so there want be a need for barriers. Advocates and mediators recognize this type of closure and are specialized in learning how to gain the individuals trust. Advocates and mediators also distinguish how an individual lives with one another and can determine a lot about their lifestyle. Human services act as advocates as well when trying to determine any needs that have not been facilitated for clients. The needs could be great but it is up to human services to determine whether its assistance at home, medical and school issues for their children if they have any because unfortunately when adults are having problems, they do reflect on their children. Children are easiest to please but when their parents are having issues at home it can be emotionally offensive to the children if the parents aren’t careful, going to counseling and getting their children involved could help determine the cause and hopefully find a solution. In conclusion I have discovered that mediators and advocates provide a strong backbone for the different disciplines that encompass human services. Human services, advocates and mediators are all allowed to form a positive and engaging environment with the individuals that they relate with. Advocates work with clients in order to help them negotiate more effectively on their own behalves while also acting on behalf of one client. Human services are aware of their own cultural backgrounds, principles, and ethics, recognizing the prospective impact on their relationships with others. Human services advocate for the rights of all members of society, particularly those who are members of minorities and groups at which discriminatory practices have historically been directed (National Organization for Human Services, 2009). Connecting mediation and advocacy to human services involves all parties fully engaged in helping individuals surpass their disputes. Obtaining commitments and considering alternatives are good negotiation ethics that a professional must encounter to have a balanced reasonable connection with their clients (Barsky, Chapter 3 , page 78, 2000). References: Barsky. A.E. (2000). Conflict Resolution for the Helping Professional (2nd ed.). Retrieved From the University of Phoenix eBook Collection database. Mediation Council of Illinois. (1999, August). Standards of Practice for Mediators, Illinois Retrieved February 10, 2013, from http://www.mediate.com/articles National Association of Social Workers. (2011). Code of Ethics of the National Association of Social Workers. Retrieved February 10, 2013, from http://www.socialworkers.org

Intrinsic And Extrinsic Rewards Defined Business Essay

Intrinsic And Extrinsic Rewards Defined Business Essay This chapter will review the academic literature required to study the research topic. The key areas for discussion are on intrinsic extrinsic rewards, rewards schemes strategies and theories on motivation. 2.1 Intrinsic and Extrinsic rewards defined Rewards can be treated as some offerings in addition to pay. Traditional reward systems were based on positions and longevities. But now a days profit sharing, gain sharing and stock option plans are being practiced as a reward. Modern reward systems include stock grants, certificate of appreciation, even personal thank you notes (Nelson, 1994). According to Walker et al (1979), rewards are classified into extrinsic and intrinsic rewards. Extrinsic rewards include basic salary and allowances which is needed to fulfill psychological and safety needs. Intrinsic rewards help individuals feelings and perceptions about the job situation which is needed to fulfill self-esteem, competence, self-actualization etc. There are several financial rewards commonly found in sales organizations are salary and commission, bonus, fringe benefits, stock options, retirement plan which fulfills both extrinsic and intrinsic needs of employees. Coli (1997), describes classification of reward and recognition under three types of rewards. They are monetary, awards and developmental rewards. Monetary rewards includes individual bonus for project completion, stock grants, skill-based pay, gain sharing, targeted total cash, special individual increase, non-discretionary incentives for the beginning of the project etc. According to Lyons Ora (2002), financial performance includes basic salary, variable pay, other compensations, perquisites and benefits. Different individuals have different perceptions of rewards. For instance, some individuals may consider cash as a sufficient and adequate reward for their efforts at work, while others may consider holidays and material incentives (such as a car) as more rewarding in exchange for their work. Others still, may consider a shift in the treatment that they get from their leaders to be a more rewarding experience. For instance, some employees consider being recognized by their leader as more rewarding than financial incentives (La Belle, 2005). 2.1.1 What are Financial Rewards? Zammit (2004), best described financial rewards. A reward strategy is an integrated approach to reward employees according to their contribution, skill and competence and their market worth. The author classified four types of financial reward. Basic salary Performance related pay Allowances Other financial rewards The basic salary is determined according to management position, standard of living, job market, qualification of the receivers. The dimensions of performance consist of bonuses, commissions and special skills. Allowances are most commonly provided for substitution, workstation transfer and transportation, free or discounted benefits, cultural or religious holidays, telecommunications. Other financial rewards are mostly practiced by offering stock options, pension schemes. 2.2 Reward strategy Reward strategies provide answers to two basic questions for an organization Where do we want our reward practices to be in a few years time? and How do we intend to get there?. Therefore, they deal with both ends and means. Ends they describe a vision of what reward processes will look like in a few years time and means on the expectation of how the vision will be realized. 2.2.1 Reward strategy defined Reward strategy is ultimately a way of thinking that you can apply to any reward issue arising in your organization, to see how you can create value from it (Brown, 2001). Reward strategy is a declaration of intent which defines what the organization wants to do in the longer term to develop and implement reward policies, practices and processes which will further the achievement of its business goals and meet the needs of its stakeholders. It provides a sense of purpose and direction and a framework for developing reward policies, practices and process. It is based on an understanding of the needs of the organization and its employees and how they can best be satisfied. It is also concerned with developing the values of the organization on how people should be rewarded and formulating guiding principles which will ensure that these values are enacted. Reward strategy is underpinned by a reward philosophy which expresses what the organization believes should be the basis upon which people are valued and rewarded. Reward philosophies are often articulated as guiding principles. 2.2.2 The content of reward strategy Reward strategy may be a broad-brush affair simply indicating the general direction in which it is thought reward management should go. Additionally or alternatively, reward strategy may set out a list of specific intentions dealing with particular aspects of reward management. Broad-brush reward strategy (Armstrong (2007), pg. 635) A broad-brush reward strategy may commit the organization to the pursuit of a total rewards policy. The basic aim might be to achieve an appropriate balance between financial and non-financial rewards. A further aim could be to use other approaches to the development of the employment relationship and the work environment which will enhance commitment and engagement and provide more opportunities for the contribution of people to be valued and recognized. Examples of other broad strategic aims include: 1. Introducing a more integrated approach to reward management encouraging continuous personal development and spelling out career opportunities; 2. Developing a more flexible approach to reward which includes the reduction of artificial barriers as a result of over-emphasis on grading and promotion; 3. Generally rewarding people according to their contribution; 4. Supporting the development of a performance culture and building levels of competence 5. Clarifying what behaviors will be rewarded and why. 2.2.3 Specific reward initiatives As Cox and Purcell (1998) write: The real benefit in reward strategies lies in complex linkages with other human resource management policies and practices. The selection of reward initiatives and the priorities attached to them will be based on an analysis of the present circumstances of the organization and an assessment of the needs of the business and its employees. The following are examples of possible specific reward initiatives, one or more of which might feature in a reward strategy: à ¢Ã¢â€š ¬Ã‚ ¢ The replacement of present methods of contingent pay with a pay for contribution scheme; à ¢Ã¢â€š ¬Ã‚ ¢ The introduction of a new grade and pay structure, e.g. a broad-graded or career family structure; 2.2.4 Developing reward strategy The formulation of reward strategy can be described as a process for developing and defining a sense of direction. The main phases are: 1. The diagnosis phase, when reward goals are agreed, current policies and practices assessed against them, options for improvement considered and any changes agreed. 2. The detailed design phase when improvements and changes are detailed and any changes tested (pilot testing is important). 3. The final testing and preparation phase. 4. The implementation phase, followed by ongoing review and modification. 2.2.5 Implementing reward strategy The aim of implementation is to make the reward strategy an operating reality by building the capacity of the organization to put into practice the proposals worked out in the development stage. As Armstrong and Brown (2007) stress: It is always essential to design with implementation in mind. Purcell (1999), believes that the focus of strategy should be on implementation. As explained by Thompson and Strickland (1990): Implementation entails converting the strategic plan into action and then into results. An effective reward strategy is a living process and, in the words of Rosabeth Moss Kanter (1984), an action vehicle, formulation is easy; implementation is hard. A pragmatic approach is required whats good is what works. Implementing reward strategy is much more about process than design how it will be done rather than what will be done. The principles of procedural and distributive justice apply. People must feel that the procedures used to determine their grades, pay level and pay progression are fair, equitable, applied consistently and transparent. They must also feel that the awards distributed to them are just in terms of their contribution and value to the organization. 2.3 Rewards management strategy defined Reward management is concerned with the formulation and implementation of strategies and policies in order to reward people fairly, equitably and consistently in accordance with their value to the organization. As Duncan Brown (2001) emphasizes, the alignment of your reward practices with employee values and needs is every bit as important as alignment with business goals, and critical to the realization of the latter. It deals with the development of reward strategies and the design, implementation and maintenance of reward systems (reward processes, practices and procedures) which aim to meet the needs of both the organization and its stakeholders. Rewards can be regarded as the fundamental expression of the employment relationship. 2.3.1 The aims of reward management Armstrong and Brown (2006), pg.33, identifies the following; à ¢Ã¢â€š ¬Ã‚ ¢ Reward people according to what the organization values and wants to pay for. à ¢Ã¢â€š ¬Ã‚ ¢ Reward people for the value they create. à ¢Ã¢â€š ¬Ã‚ ¢ Reward the right things to convey the right message about what is important in terms of behaviors and outcomes. à ¢Ã¢â€š ¬Ã‚ ¢ Develop a performance culture. à ¢Ã¢â€š ¬Ã‚ ¢ Motivate people and obtain their commitment and engagement. à ¢Ã¢â€š ¬Ã‚ ¢ Help to attract and retain the high quality people the organization needs. à ¢Ã¢â€š ¬Ã‚ ¢ Develop a positive employment relationship and psychological contract. à ¢Ã¢â€š ¬Ã‚ ¢ Align reward practices with both business goals and employee values. à ¢Ã¢â€š ¬Ã‚ ¢ Operate fairly people feel that they are treated justly in accordance with what is due to them because of their value to the organization (the felt-fair principle of Eliot Jacques (1961)). The fundamentals of reward management Recognizing the importance of the part played by line managers in implementing reward strategy and the need to ensure that they are committed and have the necessary skills; Paying close and continuous attention to communicating with employees and involving them in the development as well as the implementation of reward strategy; Being absolutely clear about the objectives of the strategy and resolute about evaluating its effectiveness. The following Reward strategies theories can be applied when developing a reward scheme in an organization. Pay people right (Zingheim and Schuster) Zingheim and Schuster (2000) have laid down the following six principles for paying people right: 1. Create a positive and natural reward experience. 2. Align rewards with business goals to achieve a win-win partnership. 3. Extend peoples line of sight between effort and outcome, motivating smart working over simply expending extra effort. 4. Integrate reward with strategic aims and the kind of contribution desired. 5. Reward individual ongoing (input) value to the organization with base pay. 6. Reward results (outputs) with variable pay. Dynamic pay (Flannery, Hofrichter and Platten) Flannery, Hofrichter and Platten (1996) expounded the concept of dynamic pay and suggested that the nine principles that support a successful pay strategy are: 1. Align compensation with the organizations culture, values and strategic business goals. 2. Link compensation to the other changes. 3. Time the compensation programme to best support other change initiatives. 4. Integrate pay with other people processes. 5. Democratize the pay process. 6. Demystify compensation. 7. Measure results. 8. Refine. Refine again. Refine some more. 9. Be selective. Dont take to heart everything you hear or read about pay. 2.3.3 Components of an effective reward strategy An effective strategy is one in which there are clearly defined goals and a well-defined link to business objectives; well-designed pay and reward programmes, tailored to the needs of the organization and its people, and consistent and integrated with one another; and effective and supportive HR and reward processes in place. Brown (2001) has suggested that effective reward strategies have three components: 1. They have to have clearly defined goals and a well-defined link to business objectives. Recognize the value of everyone who is making an effective contribution, not just the exceptional performers. Allow a reasonable degree of flexibility in the operation of reward processes and in the choice of benefits by employees. Devolve more responsibility for reward decisions to line managers. 2. There have to be well-designed pay and reward programmes, tailored to the needs of the organization and its people, and consistent and integrated with one another. 3. Perhaps most important and most neglected, there needs to be effective and supportive HR and reward processes in place. Armstrong and Brown (2006), have further suggested the following approach to reward strategy. This has the following characteristics: Appreciating that a good strategy is one that works and therefore focusing on implementation programmes; Planning with implementation in mind recognizing during the design process that plans have to be converted into reality and taking steps to anticipate the problems involved; Aligning reward strategies with the business and HR strategies; Ensuring that reward strategy fits the culture and characteristics of the organization, meets business needs and takes account of individual needs and preferences; Being aware of good practice elsewhere but not being seduced by the notion that it is best practice, i.e. universally applicable and easily replicated; Paying more attention to using strategic reward initiatives to support the engagement and commitment of people so that they are motivated and productive, rather than focusing on the mechanics of new reward fads; Bearing in mind that the development and implementation of reward strategy is an evolutionary process it is about doing things better at a manageable pace rather than extraordinary new developments; Providing flexibility within a framework, i.e. developing a flexible approach to the reward of different people but always within a framework that provides for consistent treatment; Appreciating that implementing reward strategy will require a comprehensive change management programme. 2.4 What is Motivation? Many contemporary authors have defined the concept of motivation as; the psychological process that gives behavior purpose and direction (Kreitner, 1995); a tendency to behave in a purposive method to achieve specific, unmet desires (Buford, Bedeian, Lindner, 1995); an inner force to gratify an unsatisfied need (Higgins, 1994); and the will to accomplish (Bedeian, 1993). In this study, motivation is operationally defined as the inner force that drives individuals to achieve personal and organizational goals. Understanding what motivates employees is one of the key challenges for managers. Although it is not possible directly to motivate others, it is nonetheless important to know how to influence what others are motivated to do, with the overall aim of having employees identify their own welfare with that of the organization (Bruce and Pepitone, 1999). While motivation is determined by both monetary non-monetary factors, money has come to play an overly important role in our thinking about the causes of behavior. In most companies, very limited time effort are spent on considering non-monetary sources of motivation (Gratton, 2004). For organizations to address these expectations an understanding of employee motivation is required (Beer et al., 1984). Carnegie (1975) emphasizes the human aspects of management. They postulate that as it is people who make a business succeed or fail it is the organizations chief responsibility to motivate their people so that they will assure success. The author believes that each human being has the potential for creativity, contribution and achievement of business goals. Therefore, the infinite question is how organizations reach this potential and how they stimulate creativity and foster in their people the desire to succeed and to achieve self-fulfillment through their work. The common theme of all the above authors is the belief that people need to be respected and treated as precious human capital, more essential to an organizations effectiveness than its financial capital. Organizations are under constant pressure to enhance and improve their performance and are realizing that an interdependent relationship exists between organizational performance and employee performance. In the following section the focus will be on the motivational theories and the impact that these theories have on enhancing employee performance. 2.5 Theories on motivation The process of motivation as described below is broadly based on a number of motivation theories that attempt to explain in more detail what it means. Some of the distinctive theories will be discussed below. 2.5.1. Needs (content) theory The basis of this theory is the belief that an unsatisfied need creates tension and disequilibrium. To restore the balance a goal is identified that will satisfy the need and a behavior pathway is selected that will lead to the achievement of the goal. All behavior is therefore motivated by unsatisfied needs. The best-known contributor to needs theory is Maslow, A (1954). He formulated the concept of a hierarchy of needs, which start from the fundamental physiological needs and lead through safety, social and esteem needs to the need for self-fulfillment, the highest need of all. He said that man is a wanting animal; only an unsatisfied need can motivate behavior, and the dominant need is the prime motivator of behavior. This is the best-known theory of needs, but it has never been verified by empirical research. 2.5.2. Herzbergs two-factor theory Herzbergs two-factor model theory states that the factors giving rise to job satisfaction (and motivation) are distinct from the factors that lead to job dissatisfaction. It is sometimes called the motivation-hygiene theory. There are two groups of factors. The first consists of the satisfiers or motivators, which are intrinsic to the job. These include achievement, recognition, the work itself, responsibility and growth. The second group comprises what Herzberg calls the dissatisfaction avoidance or hygiene factors, which are extrinsic to the job and include pay, company policy and administration, personal relations, status and security. These cannot create satisfaction but, unless preventive action is taken, they can cause dissatisfaction. He also noted that any feeling of satisfaction resulting from pay increases was likely to be short-lived compared with the long-lasting satisfaction from the work itself. One of the key conclusions derived from the research is therefore that pay is not a motivator, except in the short term, although unfair payment systems can lead to demotivation. Herzbergs two-factor model draws attention to the distinction between intrinsic and extrinsic motivators, and his contention that the satisfaction resulting from pay increases does not persist has some face validity. But his research and the conclusions he reached have been attacked first because, it is asserted, the original research is flawed and fails to support the contention that pay is not a motivator, and secondly because no attempt was made to measure the relationship between satisfaction and performance. As Guest, D (1992) has written: Many managers knowledge of motivation has not advanced beyond Herzberg and his generation. This is unfortunate. Their theories are now over thirty years old. Extensive research has shown that as general theories of motivation the theories of Herzberg and Maslow are wrong. They have been replaced by more relevant approaches. 2.5.3. Equity theory To explain how employees judge the fairness of rewards received in proportion to resources invested for completing a task by assessing ones on investment-reward ratio Equity theory (John Stacey Adams) is used, This theory is compared against the ratio of another colleague holding a similar position (McShane et al.2000 pg 79). A comparison can be made using the formula below: Outcomes (Individual) = Outcomes (Other) Inputs (Individual) Inputs (Other) Above formula can be explained, that employees seek to maintain equity between the inputs that they put in to a job and the outcomes they receive from it against the perceived inputs and outcomes of others. The belief in equity theory is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization. The main concern however is payment; this therefore is the cause of equality or inequalty in most cases. In any position within the organization, an employee wants to feel that their contributions and work performance are being rewarded with their pay. According to equity theory, if an employee feels under-paid then it will result in the employee feeling hostile towards the organization and perhaps their co-workers, which may result the employee not performing well at work anymore. But Adams Equity Theory is very much more complex sophisticated motivational model, in this model more than merely assessing effort put in (inputs) and rewards (outputs). Equity Theory gives prominence to an additional perspective of comparison, were employees compare themselves with others (people who consider in a similar position). Referent others are used to describe the reference points or people with whom we compare our own situation, which is the Highlight part of the theory. The three primary assumptions applied to most business applications of Equity Theory can be summarized as follows: Equity norm- Where Employees expect a fair return for what they contribute in their jobs. Social comparison- Employees determine what their equitable return should be after comparing their inputs and outcomes with those of their coworkers. Cognitive distortion Employees who perceive themselves as being in an inequitable situation will seek to reduce the inequity either by distorting inputs and/or outcomes in their own minds, by directly altering inputs and/or outputs, or by leaving the organization. 2.5.4. Vrooms expectancy theory Vrooms expectancy theory basically separates effort (which arises from motivation), performance, and outcomes. Its assumption is that behavior results from conscious choices among alternatives. Vroom realized that an employees performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a persons motivation. He uses the variables Expectancy, Instrumentality and Valence to account for this. Expectancy  is the belief that increased effort will lead to increased performance i.e. if I work harder then this will be better. This is affected by such things as: Having the right resources available (e.g. raw materials, time) Having the right skills to do the job Having the necessary support to get the job done (e.g. supervisor support, or correct information on the job) Instrumentality  is the belief that if you perform well that a valued outcome will be received. The degree to which a first level outcome will lead to the second level outcome. (i.e. if I do a good job, there is something in it for me.) This is affected by such things as: Clear understanding of the relationship between performance and outcomes e.g. the rules of the reward game Trust in the people who will take the decisions on who gets what outcome Transparency of the process that decides who gets what outcome Valence  is the importance that the individual places upon the expected outcome. For the valence to be positive, the person must prefer attaining the outcome to not attaining it. For example, if someone is mainly motivated by money, he or she might not value offers of additional time off. The three elements are important behind choosing one element over another because they are clearly defined: effort-performance expectancy (E>P expectancy) and performance-outcome expectancy (P>O expectancy). E>P expectancy:  our assessment of the probability that our efforts will lead to the required performance level. P>O expectancy:  our assessment of the probability that our successful performance will lead to certain outcomes. Crucially, Vrooms expectancy theory works on  Perceptions   so even if an employer thinks they have provided everything appropriate for motivation, and even if this works with most people in that organization, it doesnt mean that someone wont perceive that it doesnt work for them. Thus, Vrooms expectancy theory of motivation is not about self-interest in rewards but about the associations people make towards expected outcomes and the contribution they feel they can make towards those outcomes. 2.6 Theoretical framework 2.6.1 Relationship between Financial Rewards and Performance Financial rewards practiced by an organization play an important role in motivating employees to perform depending on the type of business its involved in and require their employees to be engaged in.. Therefore, organizations financial performance is ultimately dependent on the employees performance. It is also considered that improper reward practices may result below average financial performance of organizations. Most agree that reward practices act as motivators that shape the employees behaviors. According to prior researches, it is commonly believed that if financial rewards are effectively used, employees are motivated to perform high and that ultimately results financial performance. Financial performance is improved if there is a carefully crafted reward practice (Allen Helms; 2001). It is difficult to relate financial reward with organizational financial performance (Kerr, 1999). Reward must positively influence performance (Nelson, 1994). Regardless to team-based reward, individual reward is still important as individuals could see that their activities are making difference to the organization. According to Zingheim Schuster (2000), a few businesses design their reward system for the optimization of company performance. Basic salary and incentives matches competitive practice and emphasizes performance results. Incentive plans are often used in employment settings to encourage superior performance. While such inducements are found to have positive effects on job performance concerns have been raised over rewards influence on task interest and creativity. (Bartol Locke, 2000; Fay Thompson, 2001) In a research, it is found that employees stock ownership plans and profit sharing are widely used reward practice (Lawler et all, 1995). Hale (1998) and Lawler (1981, 1987) recognized rewards have critical importance as a means of employee motivation. Organizations and manager acknowledge reward and recognition consistently as a motivator of individual employees. Employees understandings and satisfactions with reward system lead to specific behaviors and actions, finally results operational and financial results (Cacioppe, 1999). According to Saxby (2007), it is an avoidable mistake of management for not rewarding employees for a well done job. Tangible rewards are nicer and more meaningful regarding employee motivation rather than intangible praising and acknowledgement. Contradiction to the theory, according to LaBelle (2005) in some cases managers may practice rewards for some behaviors which is unexpected or unproductive. Sometimes worker may misunderstand the objective of getting reward. Some cases of mismatches are discussed below: Safety vs. Productivity: Sometimes, employees do not understand that whether heshe is receiving reward for working safely or for the firms productivity or for the quality of services rendered. 2.6.2 Relationship between Financial Rewards, Motivation and Performance Financial incentives and rewards can motivate. People need money and therefore want money. It can motivate but it is not the only motivator. It has been suggested by Wallace, M.J and Szilagyi, L (1982) that money can serve the following reward functions: It can act as a goal that people generally strive for although to different degrees. It can act as an instrument that provides valued outcomes. It can be a symbol that indicates the recipients value to the organization. It can act as a general reinforce because it is associated with valued rewards so often that it takes on reward value itself. But doubts have been cast on the effectiveness of money as a motivator by Herzberg et al (1957). As noted, he claimed that, while the lack of it may cause dissatisfaction, money does not result in lasting satisfaction. There is something in this, especially for people on fixed salaries or rates of pay who do not benefit directly from an incentive scheme. They may feel good when they get an increase, as, apart from the extra money, it is highly effective ways of making people believe they are valued. But the feeling of euphoria can rapidly die away. However, it must be re-emphasized that different people have different needs, and Herzbergs two-factor theory has not been validated. Some will be much more motivated by money than others. What cannot be assumed is that money motivates everyone in the same way and to the same extent. But do financial incentives motivate people? The answer, according to Kohn, A (1993) is absolutely not. He challenges what he calls the behaviourist dogma about money and motivation. And he claims that no controlled scientific study has ever found a long term enhancement of the quality of work as a result of any reward system. When you look at how people are motivated, claims Kohn, It becomes disturbingly clear that the more you use rewards to motivate people, the more they tend to lose interest in whatever they had to do to get the rewards. He quotes research that has repeatedly shown that the more salient or reinforcing the reward is, the more it erodes intrinsic interest and points out that various devices can be used to get people to do something, but that is a far cry from making people want to do something. Pfeffer, J (1998) also contends that: People do work